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In the workplace, we define sexual harassment as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. (EEOC)

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Examples of sexual harassment in the workplace:

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Examples of sexual harassment in the workplace:

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Perpetrators of sexual harassment in the workplace can range from being a boss or supervisor to a coworker, friend, or even a client. There are also several settings which can be considered sexual harassment while in the workplace that you weren’t aware of. It is important to be cautious of what we say and do around others to ensure that we are following proper protocol. The examples below illustrate what is unacceptable in the workplace, and situations we must be weary of:

1. Engaging in conversation regarding sexual conduct that may make anyone in the workplace feel uncomfortable, violated, or otherwise vulnerable.

2. Inappropriate jokes being made that may cause others to feel uncomfortable.

3. Unwanted phrases, words, or questions being asked to a coworker or supervisor.

4. Any situation involving the engagement of sexual conduct in exchange for a professional advancement.

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Positive ways of communicating the issue:

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Positive ways of communicating the issue:

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A proper way to communicate in the instance of being involved in sexual harassment in order to resolve the problem would be very dependent on the situation and degree of involvement. Handling the situation in a mature and professional matter will give the best results and be most productive for everyone involved. Be sure that you are communicating clearly and honestly with how the situation made you feel, and what it was that you wish to share. For example, if someone has said something that makes you uncomfortable, be open but mature with them about it and ask them to refrain from this behavior around you.

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Negative ways of communicating the issue:

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Negative ways of communicating the issue:

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Ways to avoid communicating in these instances that will not help to resolve the problem is to be erratic, disrespectful, or make them feel uncomfortable. Although you may feel that they deserve to be uncomfortable as well, the most productive way to handle the situation would be to be mature and handle it in the calmest way possible.

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What to do if you believe you or anyone else is a victim of sexual harassment: 

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What to do if you believe you or anyone else is a victim of sexual harassment: 

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If you are part of, witness, or sense a situation where you or anyone else feels that they have been a victim of sexual harassment, the best course of action is to approach a supervisor for guidance and to help resolve the problem. It is important that these situations are treated in the safest and most productive way possible. Refer to the HANDLING sections on how to approach the situation.

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Home with Inspire | SA Jack McDowell SLD

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Handling: Unintentional or misunderstood offense (I.e. a joke, conversation, or story that was shared that you were uncomfortable with)

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Handling: Unintentional or misunderstood offense (I.e. a joke, conversation, or story that was shared that you were uncomfortable with)

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It may be best to reach out to the individual who you feel violated these guidelines and politely explain that you were uncomfortable. If you feel that it is unsafe for you to approach them, consider involving a third party to help you feel comfortable and safe.

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Handling: Inappropriate touching, request, or violation (I.e. violating your space and touching in any inappropriate way in which you are uncomfortable; request of sexual conduct for business or career gain)

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Handling: Inappropriate touching, request, or violation (I.e. violating your space and touching in any inappropriate way in which you are uncomfortable; request of sexual conduct for business or career gain)

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In this case, it is recommended to reach out to a trusted supervisor to help best handle the situation and make sure the proper disciplinary actions are followed.

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In any of these situations, it is always an option to reach out to a supervisor or member of HR to handle the situation. Use your judgment in the situation to best resolve the conflict and be sure to ensure that the safety of you and others involved will be taken into consideration and protected.